When a team member is struggling, some managers share an informal performance warning before initiating a formal Performance Improvement Plan (or PIP). This informal conversation is a chance to:
- Convey the seriousness of your performance concerns.
- Give staff a meaningful chance to turn things around.
- Paint a clear picture of what will happen next if performance doesn’t improve.
If your staff member’s performance doesn’t improve after this warning, a written Performance Improvement Plan would typically be the next step. Follow your organization’s HR policies and agreements with staff unions.
Use this example script alongside our CSAW process to prepare for this conversation.
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